Reducing Job Stress


There are a number of ways to alleviate stress. These range from commonsense remedies (such as getting more sleep and eating better) to more exotic remedies like biofeedback and meditation. Finding a more suitable job, getting counseling, and planning and organizing each day’s activities are other sensible responses. In his book, Stress and Manager, Dr Karl Albrecht suggests the following ways to reduce job stress:

  • Build rewarding, pleasant, cooperative relationships with colleagues and employees.
  • Don’t bite off more than you can chew.
  • Build an especially effective and supportive relationship with your boss.
  • Negotiate with your boss for realistic deadlines on important projects.
  • Learn as much as you can about upcoming events and get as much lead time as you can to prepare for them.
  • Find time every day for detachment and relaxation.
  • Take a walk around the office to keep your body refreshed and alert.
  • Find ways to reduce unnecessary noise.
  • Reduce the amount of trivia in your job; delegate routine work whenever possible.
  • Limit interruptions.
  • Don’t put off dealing with dissatisfied problems.
  • Make a constructive “worry list” that includes solutions for each problem.

The employer and its HR specialists and supervisors can also play a role in identifying and reducing job stress. Supportive supervisors and fair treatment are two obvious steps. Other steps include:

  • Reduce personal conflicts on the job.
  • Have open communication between management and employees.
  • Support employees’ efforts, for instance, by regularly asking how they are doing.
  • Ensure effective job-person fit, since a mistake can trigger stress.
  • Give employees more control over their jobs.
  • Provide employee assistance programs including professional counseling.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

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Response to Failure


What happens when someone makes a mistake that sends you through the roof? What happens when you want to rip a person apart for having made a mistake, even when he or she acted within the established guidelines?

First of all, it is important to recognize that those feelings are not a sign of weakness, they simply mean that you are human. The important thing is what you do with those feelings.

If you act on them immediately, more than likely you will destroy any trust you have established between the person and you. Any progress you have made in convincing people that it is okay to fail can be undone in an instant.

You will be better able to accomplish your objectives if you will abide by this unwritten rule: Never reprimand a person unless you are in full control of your own thoughts and emotions. This way you won’t say or do things that may result in momentary satisfaction in the short term but regret in the long term.

I am not suggesting that you never show emotion to your people that you let them know you are angry or upset. Showing your people how you feel can be quite beneficial at times, provided it is shown in an appropriate way and for the right reasons.

When you respond constructively to people’s failures you are doing the single most important thing you can do to let them know that it is okay to fail.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Equal Employment Opportunity


For the last 5-6 decades, women and ethnic minorities have sought equal employment opportunities. These include the desire for a) equal pay for equal work; b) jobs for women and minorities in high-pay, high-prestige occupations—in approximate proportion to their members in the general population; c) a fair chance for women and minorities to be promoted to better jobs based on merit; and d) recognition of the special problems women and minorities face.

Even though the number of working women has grown many times faster than the number of working men, they are concentrated in clerical and service jobs, where they earn less than men for the same work—even when education and work experience are equal. Women also suffer from untrue stereotypes and absenteeism and emotional instability. And they sometimes have to do much better work than their male colleagues to be promoted.

Business can help create equal employment opportunity by providing women with role models—examples of productive and successful women—and by promoting them when they deserve it. Business can also offer flexible work schedules, day-care facilities, and leaves of absence for child-care when necessary.

Business can help minorities to achieve equal employment opportunities by actively seeking them as employees, by redesigning job requirements so as to rely more on skills and less on traditional backgrounds, by financially supporting minorities who want more education, and by placing minority employees in mainstream jobs where rapid promotion based on ability is customary. Many businesses are also helping minorities by buying some of their supplies from minority-owned small businesses.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Failure in International Business


Failure overseas rarely results from technical or professional incompetence. Multinationals take their international business seriously and typically send abroad high achievers who have proven skills and expertise. But their success is usually in their home countries, where their skills, style and attitude may be exactly the opposite of what will work overseas. Employees’ ignorance of or inability to adjust to foreign ways are usually what cause problems.

In one country people know in vivid details the colors, designs and sounds that appeal to various customer groups. Careerists climbing the corporate ladder study intently the values and norms that characterize their company’s “culture” so that they can maneuver successfully toward the top. Negotiators approach their bargaining table with a rich understanding of what motivates their adversaries. When it comes to foreigners, however, people see only silhouettes. Overseas many foreign companies approach their customers, colleagues, and employees with an ignorance that would be unthinkable on home ground. They are willing to transact business with foreigners without understanding who they are, what makes them tick, how they view the world and how their corporations. Because they do not look behind the foreign mask, their approach to international business is often like shadow-boxing. They deal with imaginary targets.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Deficit Budget


If you do not earn enough to cover your expenses and show some profit, then you have to consider what to do about it. There are four possibilities:

  1. You can raise your rates, something that, ironically, freelancers seem most reluctant to do, it is the first thing most business owners would think of doing in such a situation, if they possibly could.
  2. You can increase your workload. This is feasible in some fields and not in others. Most editors, for example, cannot learn to edit any faster, and their income is limited by how much they can physically accomplish. On the other hand, you may subcontract, that is, hire someone to work for you and take part of his or her earnings. This works especially well if you can find someone to train who wants to learn you trade. You can also often subcontract with colleagues when they are in slow periods.
  3. You can expand into related kinds of work that pay better or that you can do faster. One editor, learned to do indexing. Fewer people have indexing skills compared to the number who copy-edit, and the hourly rate for indexing is higher than for copy-editing and proofreading.
  4. Finally, you can reduce your expectations. While freelancers can do and earn a healthy living, free-lancing will probably not make you rich. As a general rule, unless rare luck strikes, or you are willing to expand through subcontracting or finding new and more lucrative areas in which to work, your income will probably not soar dramatically. On the other hand, it should rise steadily, and it must keep pace with inflation.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Decision-making in Crisis Situations


Corporate transformation often occur in situations of crisis. Classic studies of crisis decision making have highlighted the tendency to focus on the short term, and to concentrate upon fewer options, when the ‘going gets tough.’ There is a danger that a sense of balance and perspective might be lost just when it is most needed.

Members of board can experience a tension between the requirement to become more deeply involved in order to demonstrate commitment, and the desirability of maintaining a distance in order to preserve a degree of independence and objectivity. A corporate change program can increase this schizophrenic pressure upon the individual director.

In situations of crisis there is a tendency to cut out information and individuals who do not fit, and to concentrate power in the hands of a smaller group of people. This prospect can pose problems for directors who have genuinely reservations which they feel duly bound to express.

A chairman should think twice before ‘wielding the knife’. It is important to probe the reasons for hesitency. Enthusiasm could be the product of sycophancy, and caution the result of thought. Team players are not those who just go along without thinking. Some colleagues are cautious. They are not obstructive. They are realistic.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Lectures, Line of Sight

Employee Orientation


Employee orientation provides new employees with the basic background information required to perform their jobs satisfactorily, such as information about company rules. Programs may range from brief, informal introductions to lengthy, formal courses.

The HR specialist (or, in smaller firms, the office manager) usually performs the first part of the orientation, by explaining basic matters like working hours and vacations. The person then introduces the new employee to his or her new supervisor. The supervisor continues the orientation by explaining the exact nature of the job, introducing the person to his or her new colleagues, familiarizing the new employee with the workplace, and helping to reduce first day jitters. Orientation typically includes information on employee benefits, personnel policies, the daily routine, company organization and operations, and safety measures and regulation, as well as facilities tour.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Lectures, Line of Sight

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